Family Practice Nurse Practitioner/Physician's Assistant - Certified



Job Details

Family Practice Nurse Practitioner/Physician's Assistant - Certified
Employer

Kings County

Salary

$92,164.80 - $112,444.80 Annually

Location

Hanford, CA

Job Type

Contract

Remote Employment

Flexible/Hybrid

Job Number

2017-080

Department

Health

Division

Health - CD Clinic-411300

Opening Date

03/01/2018

Closing Date

Continuous

FLSA

Determined by Position

Bargaining Unit

Detentions

Max Number of Applicants

100

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JOB OPPORTUNITY

Kings County is recruiting for one immediate vacancy for a qualified Family Practice Nurse Practitioner/Physician's Assistant-Certified in the Public Health Department. This position will be working in the Public Health Clinic, and typically works from 8:00 to 5:00 PM Monday through Friday, and does not work an on call rotation.  Kings County is looking for a motivated candidate to supervise the work of multiple public health programs and provide primary health care services to patients in a clinical setting. The successful candidate must have the ability to maintain effective working relationships with patients, public, staff and other departments and agencies. Future vacancies for this position may be filled from the eligible list to be established. The expected life of the eligible list is six months and it may be extended for up to 18 months (24 months total). Visit the Kings County Public Health Department page for more information at: https://www.countyofkings.com/departments/health-welfare/public-health

As Unrepresented Management, this position participates in the County paid holiday closure for the days between the Christmas and New Year's holidays in 2018, for 3.5 days of additional paid time off.

In addition, this position includes a management benefit package including:
  • CalPERS Retirement;
  • County paid PPO insurance premium for medical, dental, vision and chiropractic insurance coverage for the employee and their eligible dependents;
  • $40,000 term life/accident insurance;
  • An additional 64 hours (48 hours can be cashed out) of management leave each fiscal year;
  • Paid vacation and sick leave (see benefits tab for more details).
 
Providers accepting this position may qualify to apply for a loan repayment of up to $50,000 for a two year work commitment.  For more information on the loan repayment program visit http://nhsc.hrsa.gov/loanrepayment/.

This is a qualifying position for student loan forgiveness through the College Cost Reduction and Access Act (CCRAA). Only student loan payments made after October 1, 2007 and in a qualified repayment plan are eligible. For more information you are encouraged to speak with your student loan servicer or visit: http://studentaid.ed.gov/repay-loans/forgiveness-cancellation.


DISTINGUISHING CHARACTERISTICS

Under direction of a licensed physician the Family Practice Nurse Practitioner/Physician's Assistant - Certified classification series is utilized in the Public Health Department to provide primary care medical services. This is a single position classification responsible for planning, organizing and supervising the work of professional nursing staff and auxiliary medical and support staff in several assigned public health programs, and provision of the full range of primary care medical services, physical examinations and clinical case management. Incumbents coordinate the care given by other medical specialists, sub-professional staff and non-county agencies.

DUTY SAMPLE

Please note: Work experience for the last 15 years must be included in the work history portion of your application. It is also important that your application show all the relevant education and experience that you possess, even if it extends beyond the required past 15 years. A resume may be attached, but is not a substitute for completing the application and supplemental questions. Failure to submit a completed application may eliminate you from the recruitment.

Duties include but are not limited to those described below. Reasonable accommodation will be made when requested and determined by the County to be appropriate under applicable law. 
 
  • Plans, schedules, assigns, evaluates and directs the work of professional nursing staff, auxiliary public health staff and engaged in carrying out one or more public health programs;
  • Provides clinical services such as administration of prescribed medicine in a clinic setting; performs physical examinations
  • Takes thorough histories and initiates appropriate diagnostic and screening tests; evaluates medical and/or emotional needs of patients;
  • Initiates and modifies selected therapy;
  • Assesses response of patients to illness and/or prescribed treatment;
  • Coordinates individual and family health management;
  • Provides guidance, instruction, treatment and referral services to patients and families;
  • Assesses community resources and needs for health care;
    • draws blood;
    • gives injections;
    • administers and reads skin tests;
    • administers immunizations and vaccinations;
  • Performs specified laboratory procedures;
  • Supervises nurses and subordinate staff assigned to special programs;
  • Provides liaison between the Health Department and individuals and/or organizations;
  • Recommends and assists in the development, implementation and evaluation of program goals and objectives; develops and implements policies and procedures; evaluates operations and activities of assigned responsibilities;
  • May prepare and submit grant applications; may prepare reports of grant funded operations and activities;
  • Participates in county budget preparation and develops and administers program budget;
  • Advises staff on the interpretation and application of department policies and protocols and public health laws and regulations;
  • May assist in epidemiological investigations; gathers, prepares, maintains and evaluates statistical and case record data;
  • Provides direction to subordinate staff regarding difficult, complex or complicated cases;
  • Conducts performance evaluations; recommends discipline and implements disciplinary procedures as directed;
  • Trains and supervises aides and volunteers;
  • Prepares records and reports; maintains, inventories and orders stock for clinic; orders, maintains and reports on biologics used in clinics;
  • May make home and/or school visits;
  • May coordinate clinic activities; attends meetings, workshops and seminars;
  • Participates in and may conduct in-service training;
  • Performs other duties as required by special programs; may function as program manager.

MINIMUM QUALIFICATIONS **Minimum requirements must be met by the closing date**

Any combination of education and experience that would likely provide the required knowledge, skills and abilities is qualifying. A typical way to obtain the required knowledge, skills and abilities would be:
 
LICENSES:
For Nurse Practitioner: Possession of a valid license to practice as a Registered Nurse in the State of California, and Possession of a valid certificate of completion as a Family Nurse Practitioner and Possession of a Master's Degree in Nursing.
 
For Physician's Assistant: Possession of a valid certificate of California licensure and registration as a Physician's Assistant, and certification by the National Commission of Physician Assistants (PA-C).
 
Both Levels: Possession of a valid, appropriate California Driver's License issued by the State Department of Motor Vehicles by the time of appointment.
 
EXPERIENCE:
One year of experience as a Family Practice Nurse Practitioner or Physician's Assistant – Certified.
 
DESIRABLE EXPERIENCE: 
Six (6) months of medical supervisory or lead work experience.
 
A detailed job specification is available by clicking here.

SELECTION PROCESS: **EQUAL OPPORTUNITY EMPLOYER**

This is a "continuous recruitment" which means, applications will be accepted on a continuous basis.  Applicants may apply and interview only one time during a six month period.

All completed applications and supplemental questionnaires will be reviewed. Depending upon the number of applicants who meet the minimum qualifications, the examination process may include a screening committee (pass/fail) and/or a written examination (pass/fail) and/or an oral examination (100%) which may include a written practical component to determine placement on the eligible list.
VETERAN'S PREFERENCE AVAILABLE UPON REQUEST
Veteran's Preference Application
You must submit a certified DD-214 and a new request form for each application submission prior to the closing date.

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Management Group I = Appointed and elected officials in salary bands.

Management Group II = Middle management (all other management not in Group I or III).

Confidential Management Group III =  Deputy Clerk to B.O.S. I/II, All Executive Secretary positions, Secretary,  Secretary to C.A.O., Secretary to County Counsel, Secretary to District Attorney, Payroll Manager, Payroll Specialist, Personnel Assistant I/II/III, Personnel Technician I/II, Risk Assistant I/II, Risk Technician I/II and Safety Technician I/II.

VACATION
1. An eligible management employee may accrue vacation at the appropriate rate applicable to the employees length of service (2080 hours of actual service as defined in the County Personnel rules equals one year) as follows:
 Service HoursHours (days)
Earned (based on hrs)Rate
(based on hours) 0 - 10,40096 (12 days).046154 10,401 - 20,800120 (15 days).057693 20,801 - 31,200140 (17.5 days).067308 31,201 +160 (20 days.076924
2. An eligible management employee may accrue vacation at the appropriate rate applicable to the employee's length of service (as set forth above) until the employee reaches one of the following accrued hours of vacation limits:
 Hours (days)
Earned (based on hours)Maximum Vacation
Accumulation Limits 96 (12 days)192 hours 120 (15 days)240 hours 140 (17.5 days)280 hours 160 (20 days)320 hours
Once the appropriate accumulation limit has been reached, the employee shall cease to earn additional vacation until the employee's accumulated vacation balance falls below the limits listed above.

3.  Effective July 1, 2014, management employees in Group I & II will be granted 64 hours of additional vacation time as management leave in the first full pay period of each fiscal year (or pro-rated upon hire date).  These hours are a separate leave benefit and are not counted against the maximum vacation accrual established based on length of service.  Employees may, at their option, sell back up to 48 of the 64 hours of management leave each fiscal year at their hourly rate of pay. This leave will be tracked separately from the regular vacation accrual and is not intended to carry over form year to year.  If this time is not used by the end of the fiscal year (see note), up to 48 hours of the remaining balance will be automatically cashed out to the employee.  Any sale of management vacation hours will be deducted only from the management vacation leave balance.  The remaining 16 hours of leave can not be cashed out and must be taken as time off only.  If any hours remain at the end of the fiscal year after 48 hours are cashed out, the remaining hours will carry over to the new fiscal year (see note).  However, the hours granted for the new fiscal year shall be reduced by the number of hours equal to those carried over.

a)  All management attorneys in the District Attorney's Office, Child Support, Minors Advocate, and County Counsel will be granted 80 hours additional management leave in the first full pay period of each fiscal year (or pro-rated upon hire date) which will not carry over and may be cashed out in full. 

b) Management employees in Group III will be granted 40 hours of vacation time in the first full pay period of each fiscal year (or pro-rated upon hire date).  All other terms described above apply.

4. All management employees may, at their option, sell back an additional 8 hours of accrued regular vacation each fiscal year, (see note) a their hourly rate of pay, to be contributed directly to the employee's deferred compensation account.

5.  Upon the recommendation of the Human Resources Director, the County Administrative Officer may authorize a vacation accrual rate for management positions hired from outside the county at an amount equivalent to what their accrual would be if their service time with other public agencies was earned in Kings County. Additionally, when this advanced accrual rate is authorized at the time of hire, the prior public service time will be used for calculating future adjustments to the accrual rate as if the time was earned with Kings County.

Note: (1) For purposes of payroll processing of vacation hour sell backs described above, the end of the fiscal year is defined as the last day of pay period 13 in any year. (2) Management leave is not available for use during pay period 14.  (3) Provisions regarding vacation do not apply to elected officials.

HEALTH/DENTAL/OPTICAL PLAN PREMIUM CONTRIBUTION
Employees who elect to use a Health Plan offered by the County must continue to participate in the Dental and Optical plans and must remain in that plan until the open enrollment period of the plan. Employees electing to pretax their insurance will not be allowed to drop insurance coverage except at open enrollment unless the employee has a qualifying status change.

Effective May 27, 2013, the County contribution (per month based on 24 pay periods) to the health/dental/optical insurance premium will be as follows:

PPO PlanCounty ShareEmployee Share Single$514.14$0 Two-Party$936.22$0 Family$1,408.80$0
The County shall pay 100% of the health insurance premium (including the medical, dental and vision plans) for the health plan offered by the County for each management employee and their eligible family members, based on their enrollment in such health plan. Employees promoting into or demoting out of management classifications after open enrollment will be treated as a "status" change and may enter or leave the plan, or modify the number of dependents covered.

DEFERRED COMPENSATION
Effective January 1, 2014, for every three dollars contributed to the County contracted deferred compensation programs by management employees, the County shall contribute one dollar to the employee's account, up to a maximum of twenty five hundred dollars $2,500 per calendar year.  

RETIREMENT
The County contracts with the Public Employee Retirement System (PERS) for this benefit and pays the employee contribution for members of the Board of Supervisors only.  All management employees pay the total Miscellaneous or Safety PERS employee contribution depending on their classification and status with PERS (Classic or "new member" - see below).  Effective April 4, 2011, all non-fire law enforcement managers also pay 4% of the PERS employer contribution (with the exception of the current Sheriff-Coroner whose compensation cannot be reduced during the term of office). 

Miscellaneous Non-Safety Management

1.  New Members - Employees hired on or after January 1, 2013 and designated as "new members" to CalPERS are eligible for the PERS 2% at 62 Miscellaneous Plan pursuant to AB 340/SB197 (Pension Reform Act 2013).  These employees pay the entire employee contribution rate reviewed and set annually by CalPERS, currently 6.25% of salary.  Such payment shall vest to the employee.

2.  Classic Members - Employees hired prior to January 1, 2013, or those hired on or after that date that are not designated as "new members" to CalPERS by the Pension Reform Act of 2013, are eligible for the 2% at 55 Miscellaneous Plan.  These employees pay the entire employee contribution of 7.0% of salary.  Such payment shall vest to the employee.

a) The 2% at 55 Plan has been modified to also include the following optional benefits:  One-Year Final Compensation and Military Service Credit.
b) The Miscellaneous Plan has also been modified for employees to have, at their option, the ability to apply to PERS for retirement service credit for their unused sick leave balance.  However, the County limits the use of this provision to employees who have not cashed out their sick leave or opted for the Retiree Health benefit.

Safety Management

1.  New Members - Employees hired on or after January 1, 2013 and designated as "new members" to CalPERS are eligible for the PERS 2.7% at 57 Safety Plan pursuant to AB 340/SB197 (Pension Reform Act of 2013).  These employees pay the entire employee contribution rate reviewed and set annually by CalPERS, currently 10.75% of salary.  Such payment shall vest to the employee.

2.  Classic Members - Employees hired prior to January 1, 2013, or those hired on or after that date that are not designated as "new members" to CalPERS by the Pension Reform Act of 2013, are eligible for the 3% at 55 Safety Plan, which became effective 4/1/02.  These employees pay the entire 9% of salary PERS employee contribution.  Such payment shall vest to the employee.
a) The 3% at 55 Plan has been modified to also include the following optional benefits: One-Year Final Compensation and Military Service Credit.
 
Elected Officials

Pursuant to State Law local elected officials have the option of declining participation in the Public Employees Retirement System.  An amount equal to the Employee's share of retirement may, if an elected officer declines participation in PERS, be applied toward the County Sponsored deferred compensation plan in lieu of the PERS contribution.  The County match amount for this benefit shall not exceed the match provided to management employees described above.
 
TERM LIFE/ACCIDENT INSURANCE
Term life/accident insurance (with an option for portability when leaving County service in good standing) is provided for management employees as follows:

Management Group I:        $50,000
Management Group II/III:   $40,000

LONG TERM DISABILITY INSURANCE
Long Term Disability (LTD) Insurance is provided to all management employees.

SICK LEAVE ACCRUAL
a. All regular full-time and regular part-time management employees hired prior to January 1, 1999, shall be entitled to point zero-four-six-one-five-four (.046154) hours of sick leave with pay for each hour of the actual hours of regular employment.

b. All regular full-time and regular part-time management employees hired January 1, 1999 or thereafter will accrue sick leave as follows:
 Service HoursHours EarnedSick leave earned at the rate
(based on hours wkd) 0 - 10,40080 (10 days).038462 10,401 - 20,80088 (11 days).042308 20,801 +96 (12 days).046154
Note: Provisions regarding sick leave do not apply to elected officials.


UNUSED SICK LEAVE PAYOFF/POST RETIREMENT HEALTH INSURANCE
a) Management employees hired January 1, 1999 or later, who retire in good standing from PERS at the time of their separation from Kings County employment (or in the event of death of an employee, were eligible to retire) will receive a percentage of the dollar value of accrued sick put into an "account" to be used toward all or part of the total premium for Kings County health insurance until the employee, and/or spouse or dependent if covered, is no longer eligible, (by age and within COBRA guidelines if applicable) for the County health insurance program, or the money runs out, whichever is first. Pursuant to existing practice the balance does not accrue interest.  If a balance remains at the time the employee, and/or spouse or eligible dependent can no longer participate in the County health insurance, this amount can be applied toward a Medicare Part B plan or Medicare supplement, or PERS Long Term Care plan. Participation in the County health Insurance program is not required for the employee, and/or spouse or eligible dependent to direct all or part of the funds in this account to a Medicare Part B or PERS Long Term Care plan premium. The retiree health benefit percentage shall be as follows:
 Service HoursPercent of Compensation
(based on hours) 10,401 - 41,60040% 41,601 and over50%
To qualify for the retiree health benefit the employee and any eligible dependents to be covered must be enrolled in the County's existing health benefit plan at the time of the employee's separation from County service. However, the employee or eligible dependent may defer use of this benefit if otherwise covered on the County health plan at retirement. Health benefit payments may be used toward coverage for the employee's dependents only as long as the dependent(s) is eligible for coverage under the plan, and, in the case of children, only to the age permitted under the plan contract as dependent children. In all other instances, any balance in account remains property of County.

b)  Management employees hired prior to January 1, 1999 shall be allowed a one time irrevocable election to decide whether to receive the post retirement health insurance benefit or cash as follows:

 Service HoursPercent of Compensation
(based on hours) 10,401 - 41,60025% Cash OR 40% Health Benefit 41,601 and over30% Cash OR 50% Health Benefit

To qualify for the health benefit (non-cash) benefit, the employee and any eligible dependents to be covered must be enrolled in the County's existing health benefit plan at the time of the employee's retirement (or in the case of death of an employee, eligible to retire) from County service. However, the employee or eligible dependent may defer use of this benefit if otherwise covered on the County health plan at retirement. Pursuant to existing practice the balance does not accrue interest.  Decision to accept cash or the health benefit option must be made in writing to the Department of Finance not later than 14 days after retirement. In the event of death of an employee eligible to retire (while still employed in good standing), the qualifying eligible dependent(s) shall make a determination of either cash or the health benefit option within 30 days of the death of the employee.
 
If employee (or in the event of death, eligible dependent) elects the cash option, the employee will receive the benefit if the employee separates in good standing as a result of resignation, layoff, retirement or death.
 
If employee elects the health benefit option, the County will pay all or part of the total health insurance premium until the employee, and/or spouse or dependent if covered, is no longer eligible (by age or within COBRA guidelines if applicable) for the County health insurance program or the money runs out, whichever is first. Health benefit payments may be used toward coverage for the employee's dependents only as long as the dependent(s) is eligible for coverage under the plan; and, in the case of children, only to the age permitted under the plan contract as dependent children. If a balance remains at the time the employee, and/or spouse or eligible dependent can no longer participate in the County health insurance, this amount can be applied toward a Medicare Part B plan or Medicare supplement, or PERS Long Term Care plan. Participation in the County health Insurance program is not required for the employee, and/or spouse or eligible dependent to direct all or part of the funds in this account to a Medicare Part B or PERS Long Term Care plan premium.
 
Taxes will be paid by the employee on the full cash distribution, or the portion of the deposit into the account that could have been taken in cash. Additionally, the cash benefit is taxable in the year the cash is received. In all other instances, any balance in account remains property of County.

ELECTED OFFICIALS - POST RETIREMENT HEALTH INSURANCE
Kings County elected Officials may be eligible for a Post Retirement Health Benefit upon retiring from the County. All the criteria shall apply as for management post retirement health insurance generally except that: An elected official is eligible for the post retirement health insurance benefit described below if that elected official: 1) serves at least five (5) consecutive years in office without break in service between the five years served and the date of departure from elected office; and 2) either simultaneously retires from PERS at the end of such service (or is at that time already retired from PERS). The benefit is calculated by multiplying the hourly rate at the time of eligibility, by the number of consecutive years in office, and then multiplying the result by one half of the annual sick leave benefit provided to management employees at the time of eligibility. The official may defer use of this benefit if otherwise covered on the County health plan at the time of eligibility so long as there is no break in coverage during the deferral period. Pursuant to existing practice the balance does not accrue interest. (Note: the change in the formula will go in to effect at the start of each sitting elected's next consecutive term in office and at the time of filing candidacy papers for any new candidate who is subsequently elected. Any previously earned benefit will be calculated and recorded by the Finance Department.
If a balance remains at the time the elected, and/or his/her spouse or eligible dependent no longer participates in the County health insurance, this amount can be applied toward a Medicare Part B plan or Medicare supplement, or PERS Long Term Care plan. Participation in the County health insurance program is not required for the elected, and/or spouse or eligible dependent to direct all or part of the funds in this account to a Medicare Part B or PERS Long Term Care plan premium. In all other instances, any balance on account remains property of County.

P.O.S.T. EDUCATION INCENTIVE

1.  Employees in the classifications of Assistant Chief DA Investigator,Assistant Sheriff, Sheriff's Commander, Detentions Commander and Chief District Attorney Investigator who possess a valid P.O.S.T. Management Certificate shall be entitled to receive compensation in the amount of $200.00 per month ($92.31 per pay period). Employees must submit certification to the appropriate department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Management Certification shall not be entitled to compensation for other P.O.S.T. certification.
 
2.  Employees in the above indicated classifications possessing valid, current P.O.S.T. Supervisory Certification shall be entitled to receive compensation in the amount of $150.00 per month ($69.23 per pay period). Eligible employees must submit appropriate certification to the department prior to payment authorization. Employees receiving compensation for P.O.S.T. Supervisory Certification shall not be entitled to compensation for other P.O.S.T. certification.
 
3.  Employees in the above indicated classifications possessing valid, current P.O.S.T. Advanced Certification shall be entitled to receive compensation in the amount of $125.00 per month ($57.69 per pay period). Eligible employees must submit appropriate certification to the department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Advanced Certification shall not be entitled to compensation for other P.O.S.T. certification.
 
4.  Employees in the above indicated classifications possessing valid, current P.O.S.T. Intermediate Certification shall be entitled to receive compensation in the amount of $100.00 per month ($46.15 per pay period). Eligible employees must submit appropriate certification to the department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Intermediate Certification shall not be entitled to compensation for other P.O.S.T. certification.
 
UNIFORM ALLOWANCE
Certain management employees shall be entitled to receive a uniform allowance as follows:
 Assistant Chief DA Investigator$550 Assistant Fire Chief *$600 Assistant Sheriff$850 Battalion Chief *$600 Chief District Attorney Investigator$550 Chief Probation Officer$550 Communications & Records Manager$275 Deputy Chief Probation Officer$475 Detentions Commander$775 Emergency Services Coordinator$250 Executive Secretary (Fire only)$250 Fire Chief *$600 Food Services Manager$275 Sheriff$850 Sheriff's Commander$850 Supervising Probation Officer$550 Juvenile Corrections Captain$550

1.     All employees required to wear a uniform by the County shall receive a uniform allowance paid directly to the employee. Effective the first full pay period in July 2013 (PP13-15) only the initial uniform allowance paid to employees shall be paid in a lump sum. New employees shall receive their initial allowance in the first full pay period following the date of employment. Employees who voluntarily terminate within the first 90 days after receiving their initial allowance shall be required to reimburse the County for one-half of their initial allowance. Those who voluntarily terminate during the second 90 days after receiving their initial allowance will be required to reimburse the County for one-quarter of the allowance.

2.  Effective in the first full pay period in July 2013 (PP13-15), eligible employees who are on the regular County payroll in paid status shall receive the annual uniform allowance as follows: Employees will be paid 1/26 of the annual allowance each pay period in paid status. The uniform allowance shall not be paid for any pay period the employee is in unpaid status the entire pay period.

3.  For employees hired on or after January 1, 2013 and designated as "new members" to CalPERS, any uniform allowance will not be subject to PERS pursuant to AB 340/SB197 (Pension Reform Act of 2013).

*These employees participate in the uniform quartermaster system and this amount is deposited in the department's line item on their behalf.

BILINGUAL PAY
Upon the written request of a department head explaining the business necessity, the County Administrative Officer may approve bilingual pay for a management employee in the amount of $25 per pay period when use of their bilingual skills is determined to be an essential service need. Bilingual pay shall be terminated, and a new request for bilingual compensation may be submitted, if the employee is demoted, promoted, transferred or reassigned. The decision of the County Administrative Officer regarding the granting and termination of bilingual payment shall be final and shall not be subject to appeal or grievance procedures. Employees receiving bilingual pay may be required to use their bilingual ability to assist other departments within the County. When a part-time employee is assigned bilingual duties, the bilingual pay shall be prorated. Employees who translate for more than one language are not eligible to receive additional bilingual compensation for the additional language(s). 

LEGAL SPECIALIST CERTIFICATION PAY
Employees who are hired at or promoted to the classifications of Deputy County Counsel III or IV are eligible for additional compensation as outlined below once they have acquired and maintain a State Bar of California-approved Legal Specialist Certification as a Family Law Specialist or Child Welfare Law Specialist.  Certification in any other legal specialties will not be considered qualifying for Legal Specialist Certification pay.

$150 per month$200 per month Deputy County Counsel IIIDeputy County Counsel IV

Eligible employees must present proof of certification in order to qualify for Legal Specialist Certification Pay.  Proof of re-certification must be presented at the end of each subsequent certification period in order to continue to qualify for certification pay.

PUBLIC HEALTH DEPARTMENT PROFESSIONAL LICENSES
The County will pay for the professional license fees for unrepresented management employees in the following classifications (which will be monitored by the Public Health Department):

 

Deputy Health Director, Environmental Health$175 every 2 years Deputy Health Director, Nursing & Comm. Svc.$140 every 2 years Nutrition Services Manager$50 annually  Supervising Environmental Health Officer$175 every 2 years  Supervising Public Health Nurse$140 every 2 years
Public Employee Oath. The California State Constitution requires that all public employees, before performing their duties, take and sign an oath or affirmation to support, defend, and bear true faith and allegiance to the Constitutions of the United States and the State of California. California law also requires that all public employees be declared disaster service workers, and as such, may be assigned disaster service activities during natural, manmade, or war-caused emergencies.

01
The following questions are used to help determine qualifications and eligibility to continue in the recruitment process. All education and experience used to answer the supplemental questions below must be included on the education and work history portion of your application. Responses such as "see resume" or "see application" or brief general statements may be considered incomplete. Incomplete applications may be rejected.
  • I have read and understand the above statement.
02
Do you currently possess a valid California driver's license?
  • Yes, I possess a valid CADL.
  • No, I do not possess a valid CADL, but am ABLE to obtain one prior to appointment.
  • No, I do not possess a valid CADL, and am UNABLE to obtain one prior to appointment.
03
Do you possess a valid license to practice as a Registered Nurse in the State of California?
  • Yes
  • No
04
Do you possess a valid certification of completion as a Family Nurse Practitioner?
  • Yes
  • No
05
Do you possess a Master's Degree in Nursing from an accredited university or college?
  • Yes
  • No
06
Do you possess a valid certificate of California licensure and registration as a Physician's Assistant?
  • Yes
  • No
07
Do you possess a valid Physician's Assistant certification by the National Commission of Physician Assistants (PA-C)?
  • Yes
  • No
08
Indicate your experience as a Family Practice Nurse Practitioner or Physician's Assistant-Certified.
NOTE: Experience indicated must also be included on application to be considered.
  • One year of experience.
  • Six months to one year experience.
  • Less than six months experience.
  • No experience.
09
Please describe in detail your licensed Nurse Practitioner and/or Physicians Assistant experience.
Include Employer(s), Position Title(s), Dates of Employment, and Job Duties. If none, please write "N/A."
NOTE:Experience listed must be indicated on application to be considered.
10
Describe your experience managing others, including the size and complexity of your supervisory positions. In your response, indicate your personal style of management and leadership of others. Include in your response position(s) held, dates of employment, number of subordinates, and related job duties.
11
Indicate the length of your medical supervisory or lead work experience below. (This experience is desirable, not required).
NOTE: Experience indicated must also be on application to be considered.
  • Less than six months experience.
  • Six months or more experience.
  • No medical supervisory or lead work experience.

* Required Question

Employer
Kings County
Address
Kings County Government Art Center
1400 West. Lacey Blvd
Hanford, California, 93230
Phone
(559) 852-2510
4049166220
Website
http://www.countyofkings.com/departments/human-resources

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